“Pay-for-performance systems are intended to boost the motivation and performance of employees,” Gläser explains. “In our paper, we concentrate on possible negative outcomes of such bonus systems, like aggressive and even harmful behavior among colleagues that have been overlooked in the past.”

“It is surprising to see that the evidence to implement PfP systems is much weaker than not to do,” Van Quaquebeke adds, “however, it is still a widely used practice.”

The Journal of Personality Best Paper Award is conferred every year, based on nominations by the journal’s Associate and Action Editors.